People with a shallow understanding of the law of success see it as a glorified way of saying, Fake it, til you make it. Although for the most part, the principles of success involve mental habits that encourage an individual to maintain the positive mental attitudes of someone whos already successful, its more complex than just faking it. This process, similar to the wealth building process, is an evolution. Its about changing the internal life of a person to enable him to change his external life. A person who believes that hes meant for great things will not settle for a mediocre life. Thats where the process begins. Here are a few facts about the principle of success that may help you gain a better understanding of the concept.

1.The law of success demands ambition.
Contentment is not one of the virtues of highly successful people. In order to reach the summit of financial success, you need the drive and ambition to take you there. Some people just want to achieve a comfort zone where they can be safe. There is nothing wrong with that. A steady day job with salary and benefits would satisfy such a modest desire. However, this is not the path towards wealth building. If you want to be wealthy, you have to want more. Dont be satisfied with a salary and your employee status. Be more ambitious.

2.Patience is the first prerequisite of the law of success.
There are two ways a person can build wealth. One can either spend less or earn more. Either way, the opportunities to build wealth dont come every day. Sometimes the only thing a person can do to progress is to maintain the status quo, while looking for better opportunities. Wealth building takes time. The principles of success take time. In order to find the success that youre looking for, youre going to have to be patient. Too many people have begun their journey towards success only to falter in the middle stages because of a lack of patience. Learn the value of patience and all your dreams will be within your reach.

3.The law of success requires discipline.
Follow the principles of success and you will have no trouble with your wealth building process. However, these matters are easier said than done. Building wealth is a difficult process. If it were easy, everyone would be wealthy. It takes a disciplined person to be able to adhere to laws for an extended period of time. But that is exactly what the process requires. The most successful people in the world have this trait in common. They commit to a task or a goal and they have the discipline to follow through.

4.The law of success is about perseverance.
The one thing that guarantees success in wealth building is not quitting. The principles of success are deceptively complex. Patience, discipline and optimism are words we often hear, but until youve tried to incorporate these values into your life, you wont realize how difficult they could be. There will always be adversity headed your way, but if you can stand up more times than you can fall, youll eventually accomplish all your goals.

5.The law of success has to be applied now.
With regard to wealth building, a lot of people try and wait for the perfect time to begin saving and investing. However, the perfect time rarely happens and a lot of people are stuck at the waiting stage of the process. Sometimes one just has to start regardless of the circumstances. The principle of success is about initiative. One has to initiate the journey towards progress immediately and without delay. If you cant manage to save a huge chunk of your income, try saving a dollar a day. Just start building positive habits today. They will pay great dividends in the near future.

More than a few behavioral guidelines, the law of success is a lifestyle change. You cant just go through the motions. You have to really immerse yourself in the process. More often than not, wealth building is done unconsciously. It comes as a natural consequence of the type of life you establish when you understand the psychology and methodology of success. When you commit to a new pattern of living, you will be transformed. It may take some time and the transformations may be too subtle to recognize immediately, but change is guaranteed. In order to succeed, you need to become someone to whom success is inevitable. That is exactly what this process is for.

In the nineteenth century and parts of the twentieth century, employees and employers were largely left to themselves to arrange a working agreement, including payment, work conditions, and so on. Employees had to trust that their employers would treat them fairly, and employers knew that if they didn’t treat their workers well, they might leave to work somewhere else. Although this arrangement worked well for many, during the industrial revolution, employees began to lose their leverage of leaving that kept employers in check.

During the industrial revolution, large factories rose up, employing workers by the thousands. Employers rarely had direct contact with their employees, and people akin to task masters oversaw the workers. Working conditions were harsh. If a worker showed up late to work, was in any way disorderly, or tried to unionize, he or she could be fired. Even children were hired and forced to work long hours in unhealthy environments.

And despite poor working conditions, long hours of arduous labor, and low wages, factory employees had nowhere else to go because most places of employment were the same. These difficulties were most often experienced by immigrants and the poor, and because they had no way to improve their situation, these workers had no choice but to work in these factories and other similar places.

Eventually, in the early twentieth century, the government passed a series of labor laws that helped rectify the poor working situation. These laws established minimum wages, work environment regulations, and union rights. And throughout the century, more laws were periodically passed that made illegal any discrimination (based on gender, religion, age, and so on) against employees.

Because of the sufferings of thousands in those prior years, employees today enjoy the benefits of being guaranteed certain rights. Unfortunately, some employers are still found guilty of disobeying these employee-protection laws.

Today, the most common breach of employee rights is discrimination. Some employers may even inadvertently discriminate against employees based on age, gender, race, religion, or disability. But inadvertent or not, discrimination in the workplace is illegal. One of the only exceptions is discriminating against disability. If a job cannot be performed with reasonable accommodation by a person with a disability, the employer retains the right to not hire that person. Of course what is considered “reasonable” is something of a gray area, but the exception is meant to ensure that employers aren’t forced to hire someone who can’t perform the job.

Another common type of discrimination is based on age. Many have the misconception that someone who is older may not be as good a worker as someone who is young. However, if an elderly person meets all of the requirements of job, he or she must be seriously considered on equal footing with other candidates.

In regards to the payroll, gender discrimination is quite common. In general, women are still paid less than men for performing the same jobs. Although this disparity in pay is becoming smaller and is not as bad as it was just a few decades ago, in general, women are still paid less. The problem in detecting this type of discrimination is that people are often prohibited from discussing income with their coworkers, and many people don’t know what is considered fair pay for their jobs.

Another all-to-common illegal occurrence in the workplace is sexual harassment, particularly toward women. Sexual harassment can range from derogatory or sexual comments to receiving promotions based on sexuality to unwanted forceful actions. And sexual harassment is illegal not only if it comes from an employer but from a coworker as well. Unfortunately, in many cases of sexual harassment, the victims are either too embarrassed or scared to come forward and take legal action against the guilty party.

And although discrimination and harassment are illegal, when people take legal action against their employers on the basis of discrimination, feelings of tension or anger may exist between the two parties. And although there may not be much a person can do to resolve the tense atmosphere, employees can rest assured that if an employer attempts to discharge our fire them because they filed a charge of discrimination, the employer will face additional legal charges.

Employers also cannot legally retaliate against those who take protected leave under the Family Medical Leave Act or who file a workers’ compensation claim. Such retaliation is illegal so that employees will not be threatened or discouraged from filing legal charges.

Sometimes employees find it difficult to prove that they are being discriminated against or they may not be entirely sure what legally qualifies as discrimination or unfair treatment. In these cases, an employment attorney can be helpful. Employment attorneys specialize in labor laws and are familiar with past employment law cases, which can help you better understand your rights and determine if you should take legal action against an employer. And whether you’re looking for a Houston employment attorney or one elsewhere, you should research the attorney’s qualifications and experience before hiring one to advise or represent you.

Labor and employment laws were created after years of worker oppression and in response to employees’ demands for fair and equal treatment. Because of these laws, employees are no longer required to work obscenely long hours for little pay, work in unsafe environments, or suffer from harassment and other abuses. Because of these laws, working conditions have drastically improved, and with the current legal system, employees have a means to constantly evaluate, analyze, and continue to improve working conditions in a way that ensures they can do their best work without fear of oppression or discrimination.

A lawyer who has not studied economics is very apt to become a public enemy” Brandeis J. Law schools do not generally teach anything about business, as opposed to business law. As a result, lawyers learn about business legal forms and contracts, but nothing about the non-legal imperatives of running a business like corporate finance, marketing, or corporate strategy. Furthermore, as members of an inherently conservative profession many lawyers resist engaging in any topic that goes beyond the four corners of their legal brief (“I only give legal advice”).

This is highly problematic for business, because every legal problem comes within a business context, and lawyers who are not willing or able to understand that context cannot give good advice; Brandeis J.s dictum is as applicable with respect to business knowledge as it is with respect to economics, and there remains a significant knowledge gap between the practice of law and the practice of business.

In some cases lawyers address this knowledge gap by specializing not only in a particular field of law but also in a particular industry, and in this way they develop industry expertise in substitution of more general business knowledge. At the same time the scale of the knowledge gap can be masked by the natural hubris of the legal professionlawyers who are at the pinnacle of every information and decision making-tree they are associated with can suffer from the illusion of knowing more, not less, than their clients.

A great deal has been written about alternatives to lawyers billing by the hour, or lawyers working from home instead of at a desk in a big law firm, but in my view these topics are relatively trivial. A much more significant topic is bringing business financial and strategy tools into the practice of law in order to develop a multi-disciplinary approach to the delivery of legal services.

In a litigation context for example the focus of lawyers should not be on winning their clients case but on solving the underlying business problemsthe disputes which were the reason clients came to them in the first place. One very simple example of this would be to compare the cost of litigation with the cost of buying the other sides companyif the two numbers bear some similarity then a rare opportunity for a litigator to participate in value creation instead of value destruction may exist.

Business clients want to know how much their case will cost, how long it will take, what the risks are, and the probable result. These four basis elementscost, risk, time, and reward, are the foundation of the financial analysis of any business proposal, and there is no reason why lawyers cannot make reasoned and reasonably reliable assessments of these elements in any given legal contextthe law is no more uncertain than many projects undertaken by business, and in many cases is substantially more certain.

Once we have attached numbers, or a range of numbers, to the four elements then we can financially model them the same way we can model any other business proposal. We can start with a simple spreadsheet comparing cost to risk-discounted reward, or add time to give a net present value calculation (which will show how high the reward would have to be to justify the risk over time, all other things being equal). Nor does it stop therewe can go on to decision tree modeling to assess the value of certain choices and options, and use sensitivity analysis or tornado diagrams to identify the assumptions in the model around which most of the risk in the model revolves; this in turn allows us to go back and further assess the assumptions.

I am aware of no lawyers anywhere in the world who consistently adopt this multi-disciplinary approach in their practices. Discovering such lawyers, and developing a framework with readers to put some flesh on the bones of this theoretical multi-disciplinary approach, is a key objective of this Journal.